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Summary
本期摘要
法規(guī)解讀：人社部發(fā)布規(guī)定，提升對(duì)人力資源服務(wù)機(jī)構(gòu)合規(guī)要求
Interpretation of Laws and Regulations: MOHRSS Issues Regulations to Enhance Compliance Requirements for HR Service Agencies
新規(guī)速遞：浙江省人社廳發(fā)布新辦法，關(guān)注不符合確立勞動(dòng)關(guān)系情形的特定人員單險(xiǎn)種參加工傷保險(xiǎn)
Quick View of New Regulations: Zhejiang Province Human Resources and Social Security Department Issued a New Measure, Focusing on the Specific Personnel Who Do Not Have Labor Relations to Participate in Single-type Work Injury Insurance
典型案例：北京市一中院發(fā)布涉股權(quán)激勵(lì)勞動(dòng)爭(zhēng)議案件的裁判規(guī)則和典型案例
典型案例：人社部、最高法聯(lián)合發(fā)布新就業(yè)形態(tài)相關(guān)勞動(dòng)爭(zhēng)議典型案例
典型案例：北京三中院發(fā)布服務(wù)保障“就業(yè)優(yōu)先戰(zhàn)略”勞動(dòng)爭(zhēng)議審判白皮書
Exploration of Typical Cases: Beijing Third Intermediate People’s Court Released the White Paper on Labor Disputes Trial Regarding Protection of Employment Promotion Strategy
典型案例：江蘇高院發(fā)布2022年度江蘇法院勞動(dòng)人事爭(zhēng)議十大典型案例
Exploration of Typical Cases: Jiangsu Higher People’s Court Released Ten Typical Cases of Labor and Personnel Disputes in 2022
2023年6月29日，人力資源與社會(huì)保障部（“人社部”）發(fā)布《人力資源服務(wù)機(jī)構(gòu)管理規(guī)定》（“《規(guī)定》”），就人力資源服務(wù)機(jī)構(gòu)的行政許可和備案、服務(wù)規(guī)范、監(jiān)督管理、法律責(zé)任等方面進(jìn)行規(guī)定，系在《中華人民共和國(guó)就業(yè)促進(jìn)法》《人力資源市場(chǎng)暫行條例》（“《條例》”）的基礎(chǔ)上，首部全國(guó)性的系統(tǒng)規(guī)范人力資源服務(wù)機(jī)構(gòu)相關(guān)活動(dòng)的部門規(guī)章。《規(guī)定》主要有下述新關(guān)注要點(diǎn)：
Clearly providing that no fraud, coercion or inducement of employees to register as Independent Business shall be used to help enterprises evade the employer’s responsibilities
《條例》中規(guī)定人力資源服務(wù)機(jī)構(gòu)“不得改變用人單位與個(gè)人的勞動(dòng)關(guān)系，不得與用人單位串通侵害個(gè)人的合法權(quán)益”。在平臺(tái)經(jīng)濟(jì)的發(fā)展過程中，存在通過引導(dǎo)員工設(shè)立個(gè)體工商戶的方式主張員工和平臺(tái)之間建立的是合作關(guān)系而非勞動(dòng)關(guān)系的實(shí)踐，本《規(guī)定》中進(jìn)一步明確不得以欺詐、脅迫、誘導(dǎo)勞動(dòng)者注冊(cè)為個(gè)體工商戶等方式改變用人單位與勞動(dòng)者的勞動(dòng)關(guān)系，幫助用人單位規(guī)避用工主體責(zé)任。
《規(guī)定》進(jìn)一步明確，不得“以人力資源服務(wù)外包名義，實(shí)際上按勞務(wù)派遣，將勞動(dòng)者派往其他單位工作”。如有違反，將按照《條例》的規(guī)定采取責(zé)令改正、沒收違法所得、處以罰款、吊銷人力資源服務(wù)許可證等行政處罰。
Putting forward other service specification requirements, such as HR service agencies shall not introduce minors under the age of 16 years old to employment
《規(guī)定》在《就業(yè)促進(jìn)法》和《條例》的基礎(chǔ)上，提出了下述新服務(wù)規(guī)范：不得（1）介紹未滿16周歲的未成年人就業(yè)；（2）為無合法身份證件的勞動(dòng)者提供職業(yè)中介服務(wù)；（3）介紹勞動(dòng)者從事法律、法規(guī)禁止從事的職業(yè)；（4）以欺詐、偽造證明材料等手段騙取社會(huì)保險(xiǎn)基金支出、社會(huì)保險(xiǎn)待遇。
海問建議：人力資源服務(wù)機(jī)構(gòu)自身，以及企業(yè)在和人力資源服務(wù)機(jī)構(gòu)合作的過程中，應(yīng)當(dāng)避免出現(xiàn)惡意要求員工注冊(cè)個(gè)體工商戶、以外包名義提供派遣服務(wù)、虛構(gòu)材料騙取社會(huì)保險(xiǎn)待遇等法律禁止的行為。
Haiwen Suggestions: HR service agency itself and enterprises in the process of cooperation with HR service agencies, should avoid malicious requiring employees to register an independent business, providing labor dispatch in the name of providing outsourcing services, using fictitious materials to fraudulently obtain social insurance benefits and other acts prohibited by law.
二、新規(guī)速遞：浙江省人社廳發(fā)布新辦法，關(guān)注不符合確立勞動(dòng)關(guān)系情形的特定人員單險(xiǎn)種參加工傷保險(xiǎn)
1. 擴(kuò)大單險(xiǎn)種繳納工傷保險(xiǎn)的適用人員范圍
2. 將參保人員年齡限制在16-65周歲
3. 明確工傷保險(xiǎn)申報(bào)基數(shù)
4. 允許多重參保并明確工傷保險(xiǎn)責(zé)任主體
5. 同時(shí)享受養(yǎng)老保險(xiǎn)和傷殘津貼的，以就高補(bǔ)差原則確定待遇
三、典型案例：北京市一中院發(fā)布涉股權(quán)激勵(lì)勞動(dòng)爭(zhēng)議案件的裁判規(guī)則和典型案例
北京市一中院于2023年5月5日發(fā)布了《北京市第一中級(jí)人民法院涉股權(quán)激勵(lì)勞動(dòng)爭(zhēng)議典型案例通報(bào)》，后又于2023年5月29日在《人民司法》（2023年第13期）發(fā)布了《涉股權(quán)激勵(lì)民事案件常見爭(zhēng)議裁判規(guī)則研究——以勞動(dòng)爭(zhēng)議為視角》文章。
On May 5, 2023, the Beijing First Intermediate People’s Court issued the Notice of Typical Cases of Involving Equity Incentive Labor Disputes, and then on May 29, 2023, it published the article Research on the Judgment Rules of Common Disputes in Civil Cases Involving Equity Incentives - From the Perspective of Labor Disputes in People’s Justice Magazine (No.13, 2023).
The cases and the article summarized and analyzed the different views in the judicial practice and put forward the tendency judicial opinions around the common problems in the equity incentive disputes (such as the validity of the agreed extraterritorial jurisdiction clause, the determination of the litigants in cases involving third-party, whether the equity incentive can be used as the non-competition compensation, the disputes related to the exercise of rights, the validity of the clauses of the employees’ liability for breach of contract, etc.).
To a certain extent, these opinions have responded to many controversial and difficult issues in practice, and are of great significance to the implementation of equity incentive plan by employers.
四、典型案例：人社部、最高院聯(lián)合發(fā)布新就業(yè)形態(tài)相關(guān)勞動(dòng)爭(zhēng)議典型案例
On April 24, 2023, MOHRSS and the Supreme People’s Court jointly released the third batch of typical cases on labor and personnel disputes. (For the second batch of typical cases, you may refer to “Haiwen Research: Haiwen Labor Law Bi-Monthly Newsletter” (2021 July - August)). A total of six typical cases on the protection of rights and interests of workers in new work models were released in this round, focusing on the identification of employment relationship between workers and platform enterprises. Among them, the following judicial opinions are worth noting:
1. 認(rèn)定新就業(yè)形態(tài)下勞動(dòng)者與平臺(tái)企業(yè)之間是否存在勞動(dòng)關(guān)系，應(yīng)當(dāng)對(duì)照勞動(dòng)管理的相關(guān)要素，綜合考量人格從屬性、經(jīng)濟(jì)從屬性、組織從屬性的有無及強(qiáng)弱。
To identify whether there is an employment relationship between workers and the platform enterprises in new work models, whether there are certain elements, including personal subordination, economic subordination and organizational subordination, and the degree of subordination shall be comprehensively considered.
2. 不同平臺(tái)之間用工模式存在差異，在裁審實(shí)踐中，應(yīng)注意審查平臺(tái)運(yùn)營(yíng)方式、算法規(guī)則等，充分考慮行業(yè)特點(diǎn)，明確企業(yè)運(yùn)營(yíng)模式，查明平臺(tái)企業(yè)是否對(duì)勞動(dòng)者存在勞動(dòng)管理行為，據(jù)實(shí)認(rèn)定法律關(guān)系性質(zhì)。
The workers shall not be identified as employees of a third-party labor company or as individual entrepreneurs by the outsourcing agreement or other appearance, and the labor relationship between the worker and the company shall not be denied based on the appearance either, but rather to examine the material elements such as the fact of labor management and the characteristics of subordination.
五、典型案例：北京三中院發(fā)布服務(wù)保障“就業(yè)優(yōu)先戰(zhàn)略”勞動(dòng)爭(zhēng)議審判白皮書
2023年5月16日，北京市第三中級(jí)人民法院（“北京三中院”）召開服務(wù)保障“就業(yè)優(yōu)先戰(zhàn)略”勞動(dòng)爭(zhēng)議審判白皮書（“白皮書”）新聞通報(bào)會(huì)。《白皮書》對(duì)2020-2022年間北京三中院受理的勞動(dòng)爭(zhēng)議案件進(jìn)行了大數(shù)據(jù)分析。數(shù)據(jù)顯示：勞動(dòng)爭(zhēng)議收案數(shù)量持續(xù)高位運(yùn)行，案件審理呈現(xiàn)勞動(dòng)關(guān)系解除糾紛占比高、勞動(dòng)爭(zhēng)議主體多元化、涉訴年齡趨于年輕化、新業(yè)態(tài)模式用工規(guī)范待加強(qiáng)等新特點(diǎn)。
On May 16, 2023, Beijing Third Intermediate People’s Court held a press briefing to release the White Paper on Labor Disputes Trial Regarding Protection of Employment Promotion Strategy (the “White Paper”). The White Paper provides a big data analysis of the labor dispute cases accepted by the Beijing Third Intermediate People’s Court during the period of 2020-2022. The data shows that the number of labor dispute cases remains at a high level, and the case trial reveals several new features such as disputes of termination of employment contracts takes a high proportion, labor dispute litigants diverse, the parties involved in cases tends to be younger, and employment of new work models needs to be further regulated.
Additionally, the White Paper released ten typical cases, among which we highlight below cases for reference:
1. 案例一中，用人單位在招聘面試及薪資待遇洽談過程中允諾了較高的薪水，在勞動(dòng)者從原單位離職準(zhǔn)備入職時(shí)發(fā)放的《入職邀請(qǐng)函》中方才告知?jiǎng)趧?dòng)者真實(shí)工資待遇，二者存在明顯差異。法院認(rèn)為，用人單位的上述行為違背誠(chéng)信原則，給勞動(dòng)者造成了信賴?yán)鎿p失，應(yīng)依法承擔(dān)締約過失責(zé)任。
In the first case, the employer promised a higher salary during the recruitment interview and salary negotiation process, but informed the employee of the real salary in the offer letter when the employee left the former employer and prepared to join, and the real salary was significantly lower than the salary promised. The court held that the above behaviors of the employer violated the legal principle of good faith and caused loss of reliance interests to the employee, so the employer shall bear the fault liability to contract according to law.
2. 案例八中，用人單位為勞動(dòng)者辦理進(jìn)京落戶指標(biāo)并約定服務(wù)期，勞動(dòng)者因自身原因未滿服務(wù)期離職的，違反了誠(chéng)實(shí)信用原則并給用人單位造成辦理落戶、招錄新人等成本損失，應(yīng)承擔(dān)損害賠償責(zé)任，由法院綜合其工作年限、離職原因、京戶指標(biāo)的稀缺性等因素酌定公司的損失數(shù)額。
In the eighth case, the employer applied for Beijing Hukou quota for the employee and agreed on a service period, later the employee left early for his own reasons. As the employee violated the legal principle of good faith and caused losses to the employer for applying for Beijing Hukou quota and recruiting newcomers, the employee shall bear the liability for damages, and the losses of the employer shall be decided by the court based on actual service years, reasons for leaving, the scarcity degree of Beijing Hukou, etc.
3. 案例九中，用人單位出具的《離職證明》中寫明解除勞動(dòng)合同的理由系勞動(dòng)者嚴(yán)重違反公司規(guī)章制度。法院明確，離職證明的內(nèi)容應(yīng)僅限于法定事項(xiàng)，單位應(yīng)當(dāng)重新為員工開具離職證明，避免因用人單位的主觀意圖影響勞動(dòng)者的就業(yè)擇業(yè)權(quán)。
In the ninth case, it is stated in the separation certificate issued by the employer that the employment contract was terminated due to the employee’s serious violation of the employer’s policies. The court clarified that the content of the separation certificate shall be limited to statutory items, and the employer should reissue the separation certificate for the employee to protect the employee’s rights to choose the employment from being affected by the employer’s subjective intent.
4. 案例十中，勞動(dòng)者主張競(jìng)業(yè)限制協(xié)議中約定的違約金過高要求酌減的，法院認(rèn)定勞動(dòng)者應(yīng)承擔(dān)對(duì)違約金過分高于其違約行為給用人單位造成的損失的舉證責(zé)任，不宜簡(jiǎn)單將用人單位支付的競(jìng)業(yè)限制補(bǔ)償金數(shù)額與違約金數(shù)額相比較，應(yīng)綜合考慮用人單位因此產(chǎn)生的損失程度。
六、典型案例：江蘇高院發(fā)布2022年度江蘇法院勞動(dòng)人事爭(zhēng)議十大典型案例
Recently, Jiangsu Higher People’s Court released ten typical cases of labor and personnel disputes in 2022, involving various types of disputes, focusing on the protection of the rights and interests of special groups of employees and the proper exercise of enterprises’ employment autonomy. Among them, the following cases are worthy of attention:
In the fourth case, a former employee of the employer incorporated a solely-invested human resources company and signed a labor outsourcing agreement with the employer, agreeing that other employees who continued to work in their original positions were employees assigned to the employer by the human resources company. The court held that the main purpose of the establishment of the human resources company was to avoid paying social insurance contributions to the employees and to transfer the risk of employment to the human resources company through labor outsourcing, and the employees were still under the actual management of the employer. Accordingly, the court ruled that the labor relationship existed between the employees and the employer rather than the human resources company.
2. 案例六中，員工被兩名女實(shí)習(xí)生投訴稱工作期間言語輕薄、被要求為該員工捏肩、強(qiáng)行摟抱等，用人單位調(diào)查時(shí)員工承認(rèn)存在要求實(shí)習(xí)生捏肩的行為，故以嚴(yán)重違紀(jì)解除勞動(dòng)合同，員工后申請(qǐng)仲裁主張違法解除。法院認(rèn)為，該員工利用其管理女實(shí)習(xí)生的職務(wù)便利實(shí)施騷擾行為，嚴(yán)重違反了勞動(dòng)紀(jì)律和職業(yè)道德，用人單位解除勞動(dòng)合同合法。
In the sixth case, the employee was complained by two female interns that he verbally harassed them, asked them to squeeze his shoulders and forcefully hugged them, etc. during the work period. When being investigated, the employee admitted he asked the interns to squeeze his shoulders. Therefore, the employer terminated the employee’s labor contract on the grounds of serious disciplinary violations. Later the employee applied for arbitration claiming illegal termination. The court held that since the employee used the convenience of his position in managing female interns to implement harassment, which is a serious violation of labor discipline and professional ethics, the termination of the labor contract by the employer is legal.
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